Informal Xxxxx Sample Clauses

Informal Xxxxx. 00 The grievant shall meet with the immediate administrator to discuss the potential 20 grievance in an attempt to resolve it informally. Either the grievant or the immediate 21 administrator may bring a conferee to this informal conference. If the potential grievance is not 22 resolved at this level, the grievant may proceed to Level I.
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Informal Xxxxx. 00 Before filing a formal written grievance, the grievant shall meet with his/her immediate 20 administrator in an attempt to resolve it by means of an informal conference. 22 7.3 Formal Xxxxx 00 7.3.1 Level I 25 7.3.1.1 If a unit member wishes to initiate a formal grievance, he/she must do so: 26 within twenty (20) workdays after the occurrence of the act or omission 27 giving rise to the grievance by presenting such grievance in writing to the 28 immediate administrator or, within ten (10) days after the informal 29 conference (see Section 7.2, above), whichever is longer. If neither the 30 grievant nor the Association had actual or constructive knowledge of the 31 occurrence of the grievable act or omission and could not with the 32 exercise of reasonable diligence have known about it, then the twenty (20) 33 day time limit shall begin to run on the date upon which either the grievant 34 or Association knew or could with reasonable diligence have known of the 35 occurrence.
Sample 1Sample 2
Informal Xxxxx. 00 5.2.1 Before filing a written grievance, the grievant shall attempt to resolve it by 11 an informal conference with his/her immediate supervisor. The request for 12 the informal conference shall be made in writing by the grievant and shall 13 state that the meeting is regarding a grievance at the informal level. The 14 request for the informal conference shall be made within ten (10) days after 15 grievant reasonably could have known of the occurrence of the act or 16 omission giving rise to the grievance. If the grievance impacts multiple 17 employees with different Immediate Supervisors, the Informal Level 18 conference shall occur with the lowest level applicable Supervisor, as 19 determined by the District, who has the authority to resolve the
Sample 1
Informal Xxxxx. 00 A. Within thirty (30) days after the act giving rise to the grievance first occurred, or with 22 exercise of reasonable diligence, the grievant could have become aware of the alleged 23 violation, the aggrieved unit member may present the grievance directly to the 24 immediate supervisor. 25 B. The grievance may be submitted orally. 26 C. If the grievance is not satisfactorily adjusted within ten (10) working days, the grievance 27 shall proceed to Level I.
Sample 1
Informal Xxxxx. 00 5.2.1 Before filing a written grievance, the grievant shall attempt to resolve it by 15 an informal conference with his/her immediate supervisor. The request for 16 the informal conference shall be made in writing by the grievant and 17 shall state that the meeting is regarding a grievance at the informal 18 level. The request for the informal conference shall be made within ten 19 (10) days after grievant reasonably could have known of the occurrence 20 of the act or omission giving rise to the grievance. 21 5.2.2 The supervisor shall communicate his/her decision, in writing, to the
Sample 1
Informal Xxxxx. 00 Before filing a formal written grievance, the grievant shall attempt to resolve 23 the alleged contract violation through an informal conference or email with the 24 25 immediate supervisor within ten (10) days of the alleged grievance. 26
Sample 1
Informal Xxxxx. 00 Before filing a formal written grievance, the grievant shall attempt to resolve it by x 25 maximum of a thirty (30) minute informal conference with the xxxxxxxx's immediate supervisor.
Sample 1
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Informal Xxxxx. 00 a. Informal Conference: A grievant shall attempt to resolve an 37 alleged Agreement violation through an informal conference with 38 the immediate supervisor. 39
Sample 1
Informal Xxxxx. Xxxxxx filing a formal written grievance, the grievant shall attempt to resolve it with an 35 informal conference with the immediate supervisor or, in the Association’s case, at 36 the level where the alleged grievance occurred. The grievance shall be presented to 37 the grievant’s immediate supervisor or, in the Association’s case, to the level where 38 the alleged grievance occurred, within thirty (30) teacher workdays of the time the 39 grievant could have known of the event giving rise to the grievance.
Sample 1

Related to Informal Xxxxx

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Informal Stage If a Teacher is unable to resolve a complaint informally, the Teacher may with the concurrence of the Bargaining Unit Executive initiate a complaint with his/her supervisor who shall answer the complaint in writing (if requested) within ten (10) days of receipt of the complaint. The problem must be brought to the attention of the supervisor within fifteen (15) days after the Teacher becomes aware, or would reasonably be expected to have become aware, of the circumstances giving rise to the complaint.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Procedures A. The grievant should first discuss the matter with his/her principal or administrator or supervisor to whom he/she is directly responsible in an effort to resolve the problem informally. B. If the grievant is not satisfied with the disposition of the matter, he/she shall have the right to have a representative of his/her choice to assist him/her in further efforts to resolve the problem informally with the principal or other appropriate administrator or supervisor.

  • Informal Observation Additional evaluation of employees may occur through informal observations by the Employer. It may not be necessary to reduce such evaluations to writing, and a verbal discussion between the Employer and the employee concerning the informal observations may suffice. If a written evaluation is deemed necessary, Procedures C and D as outlined above shall be followed.

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